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Menopause Action Plans and beyond

The law is catching up
with employee health.
Is your benefits strategy?

What the wider Employment Rights Act means for pregnancy, parenthood, women‘s health and neurodiversity, and how to get ahead of it

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calendar-icon ON-DEMAND
 
MAPS-event
KEY TOPICS

What you’ll learn

Still undecided? Here‘s what we‘ll cover.
Can't make it live? Register anyway and we'll send you the recording.

What the wider ERA means for pregnancy and parenthood and women's health, and how to get ahead of it

 

Where neurodiversity fits in, and why assessment-only cover isn't enough

 

How keeping women in the workforce through pregnancy, return to work and menopause helps close your gender pay gap

 

How Peppy delivers or supports 11 of the 18 MAP action areas, from manager training to specialist clinical care

 

Real examples of how companies have built one joined-up benefit that covers it all

Meet the speaker

Sara

Sara Redwood

Director of Sales and Partnerships

Sara Redwood was the company’s first employee six years ago. She now leads relationships with key prospective clients and corporate partners, including top brokers, consultancies, and insurance providers. Driven by Peppy’s mission to expand access to expert-led support, Sara is deeply passionate about gender equity and healthcare accessibility. Having undergone IVF to have her son, she understands firsthand the importance of the services Peppy provides and is committed to advancing healthcare access.

KEY TOPICS

What you’ll learn

Still deciding if this session’s for you? Here’s what we’ll cover.

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Why the pressure is building

Employee awareness of menopause is rising faster than employer support. The gap between the two is now a retention risk. 

The issue is wider than most policies account for. Menopause spans a huge age range, from Premature Ovarian Insufficiency (POI) in the 20s and 30s through to post-menopause in the 60s. Every employee born with ovaries is in scope, at any career stage.

Support is not special treatment or a new cost to manage. Support women properly and they bring more to your workforce. It is what lets your best people keep doing their best work, and it is what makes you the employer they choose.

With just 32 working days until World Menopause Day, this is the moment to find out where your organisation stands. 

1 in 4 

women consider leaving work due to menopause symptoms.

1 in 10 do.

£191 million per year

Menopause symptoms cost UK employers approximately  in absenteeism (UK Government Menopause Literature Review, 2025).
 

Just 35% 

of women said their employer had a menopause policy in place

Menopause Mandate MEGA 2025 survey

Only 37%

had access to training or support at work

Menopause Mandate MEGA 2025 survey

Meet the speakers

Join Peppy's CEO, Dr Mridula Pore, and Laura Biggs, Founding Director at Menopause Mandate, for a live panel on the gap between employee expectation and employer support, and what closing it before 18 October looks like.

Laura Biggs

Laura Biggs

Founding Director, Menopause Mandate

Laura Biggs is Founding Director of Menopause Mandate, a group of motivated women from all walks of life who share a common interest in perimenopause and menopause. Menopause Mandate is devoted to creating a coalition of campaigners to revolutionise the support and advice women receive from both our health service and wider society. Laura is also CEO and CO Founder of Women in Work and Let’s All Talk Menopause.

Menopause Mandate is the campaigning organisation behind the push for better menopause healthcare, education and workplace support across the UK. Its mission is to ensure every woman receives the care, understanding and support she deserves during menopause. 

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Mridula Pore

CEO and Co-Founder, Peppy

Mridula is co-founder and CEO of Peppy (www.peppy.health). She is passionate about making healthcare more affordable and accessible. Mridula started professional life as an engineer, studying first at Cambridge, and then completing her PhD and MBA at MIT. She was previously an engagement manager in the healthcare practice at McKinsey and a business unit head at Sandoz. She lives in West London with her husband and two young children.

Grace Stokes

Grace Stokes (host)

Head of Client Success, Peppy

Grace oversees strategic partnerships to empower clients in achieving their health and wellbeing goals. With expertise in client success, workplace wellbeing, and employee benefits, Grace collaborates closely with organisations to maximise the impact of Peppy’s clinical services. Her passion for Women’s Health and menopause support fuels her dedication to helping businesses cultivate happier, healthier workforces where everyone can thrive.

What the law now means for Reward and Benefits leaders

From spring 2027, every UK employer with 250+ staff must publish a Menopause Action Plan (MAP). But the MAP is only the start. The Employment Rights Act 2025 also brings new protections for pregnancy and parenthood and women’s health. Conditions like endometriosis and PMDD, and neurodivergence such as ADHD and autism, already bring a duty to make reasonable adjustments under the Equality Act 2010.

For Reward and Benefits leaders, that raises big questions. How do you meet all of this without adding another vendor for every requirement? And how do you show the impact in your gender pay gap reporting?

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Watch on-demand here.
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Peppy is an employee healthcare benefit that gives people easy access to specialist clinicians across key life stages, helping employers provide consistent, expert led health support in practice.

Join 250+ organisations improving wellbeing, retention and performance with Peppy.